Email Beehive

Phone Beehive 07798866242 07798866242

Beehive Coaching and Leadership Development Ltd

At Beehive we work to strict ethical guidelines - as well as working to the EMCC Ethical Guidelines we have our own which we discuss at the beginning of each new coaching relationship:

  • Coach and client enter into the relationship on the basis of mutual consent.
  • Both coach and client are putting something of value into the relationship. For the coach this means that she is putting the full force of her skills, knowledge and experience into assisting the client in meeting their objectives. For the client this means the payment of fees or whatever form of payment or recompense has been agreed. In addition, both coach and client are expected to attend each session and be on time.
  • There is competency on behalf of both coach and client. The coaching relationship assumes that the coach has the knowledge and expertise needed to coach the client. It also assumes that the client is well, willing to enter into the spirit of the relationship and has the intention of making changes.
  • Coach and client will work together using ethical and legal means for ethical and legal ends. The purpose of the coaching is the client’s well-being and growth, and the coach will demonstrate this in all her dealings with the client.
  • There will be no violent, threatening or sexual behaviours used during sessions.
  • Coach and client will establish a working contract at the beginning of the relationship outlining the practical details of their relationship, which cannot be changed without mutual consent. This should cover for example times, fees, cancellation policy and telephone/e-mail contact if any between sessions, and should be confirmed in writing.
  • The coaching relationship is not privileged under law; therefore the coach will preserve confidentiality unless the client reveals something that the coach may be obliged to disclose to the relevant authorities. The names of clients will be confidential unless they give their permission for them to be disclosed. If third parties are funding the coaching the client can decide what, if anything, is disclosed to the third party, but the coach will not disclose anything without the permission of the client. The coach will discuss the client with their supervisor for review purposes but will not reveal the name or details of the client unless the client gives their express permission.
  • Where there is the possibility of a conflict of interest the coach and client will discuss it and look for a fair resolution.
  • If the coach feels that there is any reason why the coaching relationship should not continue she is obliged to discuss it with the client in a way that preserves their vulnerability and dignity, and end it if she feels it necessary.
  • If the client no longer feels that they are benefiting from the relationship or wishes to end the relationship for any reason they must do so.
  • If the coach feels that another professional should be involved, for example that the client may need a counselling or therapy intervention they will raise the issue with client in a way that preserves their vulnerability and dignity.
  • The coach will manage her affairs in a way that means they do not intrude on or affect the coaching relationship.
  • The coach will have regular sessions with a supervisor or mentor to review current practice and obtain help should any difficulties arise.
  • The client is responsible for any actions or decisions taken as a result of the coaching.

Interdependency is the safety culture associated with the fewest accidents and injuries and is therefore the safest way of working - (ref research Du Pont Bradley Curve).Trust is the key interpersonal component of Interdependency - (ref Beehive/Bangor University research).

Trust is an attitude. To increase trust and therefore interdependency it is necessary to demonstrate you are worthy of trust by displaying trustworthy behaviours - (ref Beehive/Bangor research &Trustworthiness Elements)

If you demonstrate trustworthiness through the five principles, others are invited to reciprocate and therefore trust and interdependency builds. The five Principles are:

  1. Meaning
  2. Interest in others
  3. Openness
  4. Integrity
  5. Intentionality

The D2iP b.SAFE Safety Leadership Programme is designed to introduce the five principles of trustworthy behaviour and trustworthy leadership within the organisation.

Organisational Behaviour Change

We have a proven track record in changing behaviours in organisations.
For more information about how we can help change behaviours in your organisation…..

Coaching & Mentoring

We’re passionate about coaching and mentoring.
For more information about our accredited programmes, coaching supervision and coaching services……

Team Development

No international sports team would be expected to perform without practice yet this is often expected of teams in organisations.
For more information about how we can help you develop your teams….

b.SAFE Behavioural Safety

There is growing recognition of the contribution to safety culture of non-technical training.
For more information about relational safety…..

Management & Leadership

Good management is something that you can DO well; leadership is more about who you ARE.
For more information about our development approaches …….

Beehive Cymraeg

Fel rhan o’n polisi iaith Gymraeg, rydym wedi ymrwymo i gyflwyno mwy o’n gwasanaethau yn Gymraeg trwy ein partneriaid cyswllt dibynadwy.